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MVPI Assessment

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Motives, Values, Preferences Inventory

MVPI Assessment
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The Motives, Values, Preferences Inventory (MVPI) is an assessment that reveals a person’s core values, goals and interests. Results indicate which type of position, job and environment will be most engaging and satisfying for the employee.

Organisations can use this information to ensure that a new hire’s values are consistent with the existing or target culture.  The MVPI can also help diagnose areas of compatibility and conflict among team members. Core values are part of a person’s identity. Consequently, they are a person’s key drivers - they are what a person desires and strives to attain.

Whether you are implementing an organisational assessment process or enhancing your executives’ development, the MVPI reports can help you identify the fundamental factors that distinguish personalities and determine career success.

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  • Compatibility with organisational culture.
  • Employee motivation factors.
  • Career motivation.
  • Leadership environment one might create.

key features

Key Features

  • Describes the work environments created by leaders.
  • Evaluates the fit between a person’s values and an organisation’s culture to predict both occupational success and job satisfaction.
  • No invasive questions, no adverse impact, validated in over 100 organisations on working adults.
  • Multiple language on-line test items and instant report output with 24hr availability.

key benefits

Key Benefits

  • Research says people often leave because of “the boss” - not the job. This provides insights around what direct reports might experience working for their boss.
  • A mismatch of fit to an organisation’s culture is a key reason for Talent Turnover. If job tasks align with motivational drivers and prevailing culture, people are more likely to stay.
  • A trusted and reliable tool, known for scientific rigour.
  • Flexible implementation across international boundaries with various report options.

MVPI Scales

The MVPI contains 10 primary scales. Each scale contains 5 subscales concerning Lifestyle, Beliefs, Occupational Preferences, Aversions and Prefered Associates. Data is presented in terms of percentiles, where scores indicate the proportion of the population who will score at or below the participant.

Scale Name Low Scores tend to High Scores tend to

be indifferent to praise and feedback
like to be left alone to work

appreciate feedback and want to be noticed


not care about being successful
not want to make a difference

want to be successful
want to make a difference


be serious and business-like
always be working

seek pleasure and fun
want to enjoy work


believe in self-reliance
think people should help themselves

want to help the less fortunate
want to improve society


prefer to work alone
enjoy their own company

need social interaction
want to be included


want to change the status quo
value innovation and progress

respect hierarchy and authority
value the lessons of the past


take chances
embrace risk

need structure and predictability
avoid risk


be unconcerned about money
value self-development

want to make money
value materialistic outcomes


value substance over style
care about functionality

be interested in creative self-expression
be concerned about the look and feel of work products


make quick decisions based on experience
trust intuition over data

prefer rational, data-based decisions
challenge authority

MVPI Subscales

MVPI Subscales